{"id":40751,"date":"2006-05-24T08:00:58","date_gmt":"2006-05-24T06:00:58","guid":{"rendered":"http:\/\/www.leveraas.no\/2006\/05\/24\/etterspor-nye-verdier\/"},"modified":"2023-04-13T16:21:41","modified_gmt":"2023-04-13T14:21:41","slug":"etterspor-nye-verdier","status":"publish","type":"post","link":"https:\/\/tilt.work\/blog\/2006\/05\/24\/etterspor-nye-verdier\/","title":{"rendered":"\u00c5rgangsdansker ettersp\u00f8r nye verdier"},"content":{"rendered":"\n

Jeg er veldig tilhenger av gode unders\u00f8kelser som bringer oss ny viten. Men sv\u00e6rt ofte n\u00e5r jeg leser slike unders\u00f8kelser, blir jeg sittende igjen \u00e5 lure p\u00e5 hvorfor jeg ikke fikk svar p\u00e5 de sp\u00f8rsm\u00e5lene som virkelig sprang meg i \u00f8ynene.<\/p>\n\n\n\n

N\u00e5 leste jeg for eksempel i Aftenposten, som har lest Jyllandsposten, som har lest en rapport som forteller at \u00e5tte av ti ledere mener<\/a> at utvikling og \u00e5 holde p\u00e5 medarbeiderne vil v\u00e6re av stor betydning i framtiden.<\/p>\n\n\n\n

Det store sp\u00f8rsm\u00e5let<\/h2>\n\n\n\n

Dette l\u00e5ter umiddelbart spennende, og jeg leser videre for \u00e5 f\u00e5 svar p\u00e5 sp\u00f8rsm\u00e5let jeg bare vet de ogs\u00e5 m\u00e5 gi et svar p\u00e5:<\/p>\n\n\n\n

Hva mener de andre to?<\/em><\/p>\n\n\n\n

En tilfeldig forbipasserende vil jo kanskje syns det er mer overraskende at 2 av 10 bedriftsledere ikke syns det er viktig \u00e5 utvikle, utdanne og holde p\u00e5 sine ansatte.<\/p>\n\n\n\n

Hvis ikke dette er viktig, hva er da viktig?<\/p>\n\n\n\n

Den omtalte unders\u00f8kelsen er uansett interessant, og kan sikkert med hell overf\u00f8res til din arbeidsplass her i Norge, selv om det er danske ledere som er spurt.<\/p>\n\n\n\n

Blant annet konstateres det gledelige at virksomheter i stigende grad n\u00e5 fokuserer p\u00e5 \u00e5 beholde og utdanne sine medarbeidere.<\/p>\n\n\n\n

M\u00e5lene om \u00e5 utdanne og holde p\u00e5 folk er absolutte toppscorere blant lederne. 84 prosent av dem sier alts\u00e5 at dette er viktig i framtiden.<\/p>\n\n\n\n

Dette kommer overraskende p\u00e5 oppdragsgiveren for unders\u00f8kelsen, Ledernes Hovedorganisation, for denne tendensen er visstnok ny av \u00e5ret.<\/p>\n\n\n\n

\u00c5rgangsgrunner<\/h2>\n\n\n\n

Dansker ettersp\u00f8r andre verdier. Men det er grunner til at det blitt s\u00e5 viktig akkurat n\u00e5.<\/p>\n\n\n\n

Lars Andersen i Ledernes Hovedorganisation sier til Jyllandsposten at det skyldes de sm\u00e5 \u00e5rgangene. Det er s\u00e5 f\u00e5 som jobber at de som gj\u00f8r det kan v\u00e6re mer kresne. I tillegg til – kanskje til og med som erstatning for – god l\u00f8nn og en bajer i kj\u00f8leskapet, har danskene derfor begynt \u00e5 m\u00e5le sine egne verdier mot bedriftens n\u00e5r de velger sin arbeidsgiver.<\/p>\n\n\n\n

– Det blir kamp om de kvalifiserte medarbeiderne i fremtiden p\u00e5 grunn av de sm\u00e5 \u00e5rgangene. Medarbeiderne har dermed flere valgmuligheter og stiller st\u00f8rre krav. De er i h\u00f8yere grad oppmerksom p\u00e5 ledelsesformen, virksomhetens verdier, samt muligheten for innflytelse og utvikling. Hvis de er utilfredse er muligheten for \u00e5 finne annet arbeid absolutt til stede, sier han.<\/p>\n\n\n\n

Hvor kommer godheten fra?<\/h2>\n\n\n\n

Men verken norske eller danske bedriftsledere hadde Mor Teresa som foreleser under studiene. Snarere tvert imot. S\u00e5 hvor kommer all denne godheten fra?<\/p>\n\n\n\n

Er det fordi ledere har forst\u00e5tt at trivsel kan omsettes i penger og profitt?<\/p>\n\n\n\n

Kanskje det. Lederne har erkjent at det psykiske arbeidsmilj\u00f8et er viktig for bedriftens bunnlinje. Syv av ti ledere tillegger det meget stor betydning.<\/p>\n\n\n\n

(Jeg skal ikke igjen falle for fristelsen til \u00e5 sp\u00f8rre om hva de tre gjenv\u00e6rende tenker om dette, men jeg tilst\u00e5r at jeg undres.)<\/p>\n\n\n\n

Lars Andersen kaller det god ledelseslogikk.<\/p>\n\n\n\n

– Et godt psykisk arbeidsmilj\u00f8 skaper bedre medarbeidere og bedre bunnlinje. Hvis virksomheten ikke er i stand til \u00e5 levere varen er risikoen stor for at medarbeideren s\u00f8ker andre beitemarker. De som av en eller annen grunn ikke forlater virksomheten blir mer utilfredse, og dermed ogs\u00e5 mindre effektive og produktive, sier kontorsjef Andersen.<\/p>\n\n\n\n

Tom eller full \u00f8lkasse?<\/h2>\n\n\n\n

En bedrift som har tatt fatt i dette er MT H\u00f8jgaard i \u00c5rhus.<\/p>\n\n\n\n

– Mangel p\u00e5 arbeidskraft er et problem som alle de andre ogs\u00e5 sliter med, sier regionsdirekt\u00f8r Lars P. Adamsen ved MT H\u00f8jgaard.<\/p>\n\n\n\n

– Forskjellen er bare hva de gj\u00f8r med det. Det handler ikke bare om \u00e5 ha pulter som kan heves og senkes. Arbeidsmilj\u00f8 er ekstremt viktig. Du kan f\u00e5 folk til \u00e5 sitte p\u00e5 en tom \u00f8lkasse hvis de har det godt.<\/p>\n\n\n\n

Og det har han antagelig mye rett i.<\/p>\n\n\n\n

Selv om det er lettere – og ofte mer praktisk – \u00e5 sitte p\u00e5 den n\u00e5r den er full.<\/p>\n\n\n\n

(Tidligere publisert i Neste Klikk<\/a>)<\/em><\/p>\n","protected":false},"excerpt":{"rendered":"

\u00c5tte av ti ledere mener at utvikling og \u00e5 holde p\u00e5 medarbeiderne vil v\u00e6re av stor betydning i framtiden. 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